PEOPLESOFT ENTERPRISE TALENT ACQUISITION MANAGER

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1 PEOPLESOFT ENTERPRISE TALENT ACQUISITION MANAGER TALENT ACQUISITION MANAGER Streamlined, Flexible Processes Higher Quality of Hire Better Integration In the face of changing demographics in the global workforce, increased competition for skilled workers and the ongoing desire to stay ahead of the competitors, timely, effective recruiting processes are critical to any company s success. It s no longer effective to simply identify and hire talent, now companies want to identify and hire the best talent. To recruit effectively, managers and recruiters need collaborative applications that expand the traditional notion of self service tools that provide the flexibility and information they need to make better, faster business decisions. Oracle s PeopleSoft Enterprise Talent Acquisition Manager extends recruiting beyond the enterprise with comprehensive functionality, deep supplier integration, underlying global architecture, and tight integration with a world-class HRMS. From needs assessment through the hiring process, Talent Acquisition Manager is aimed at bringing together the complex business processes of recruiting into an integrated, seamless experience for hiring managers and recruiters. Streamlined, Flexible Processes Talent Acquisition Manager is highly configurable, offering you the flexibility to design the system to work in the way that best meets your needs and supports your unique business processes. Online tools allow users to create requisitions, search for applicants, post job openings, schedule interviews and create offers. Integrated Interview Management. New plug-in allows user to schedule interviews through robust bi-directional integration with MS Outlook Materials such as interview guides can be attached to interview notes, providing your recruiting team the resources they need when conducting interviews. Profile Management. Leverage the profile management features in PeopleSoft HCM to generate requisitions automatically based on responsibilities and competencies required for an organization or job. Compare individual person profile attributes to job requirements to assess an applicant s fit for the job. Allow employees to easily identify internal opportunities that match their interests and qualifications. 1

2 Continuous Job Openings. Some high-turnover or hard-to-fill positions are always open. At times, a recruiter needs to start sourcing for a position before a job opening is approved. Unlike a standard requisition, a continuous job opening requires no approvals and does not count towards time-to-fill metrics. Recruiting Teams. By defining a recruiting team when you create a job opening, you are able to designate recruiters, managers, interviewers and interested parties as members of the recruiting team for a specific opening. Generate Recruitment Letters Online. Oracle s XML publisher allows you to generate letters created during the recruiting process into third-party editors, then finalize and them to an applicant, getting critical correspondence into the applicant s hands faster. A copy of the letter is automatically saved to the applicant s record and is easily accessible online. Edit and generate recruiting letters online Configurable Message and text Catalogs. Using these delivered tools, you can change instructional online text, button labels, and links to reflect your organization s unique needs. Robust Screening Questionnaires. New disqualification questions allow you to automatically eliminate unqualified candidates upfront avoiding costly manual records reviews. Open ended questions capture candidate s detailed responses and allow raters scoring for inclusion in screening calculations. Additional new features allow for controlling question order as well as randomization of questions and or responses for a more secured setting. 2

3 User Defined Screening Levels. You can define your own screening levels, choosing to evaluate applicants against established screening criteria all at once, break the criteria into categories, or skip screening altogether. Compliance. In the United States, many companies must now comply with OFCCP regulations regarding internet applicants. New autosave capability for searches containing job openings and a report that identifies and generates required statistics on applicants will assist you in meeting these requirements. Online Job Offers. Expedite offer process with the new online job offer feature. Job offers are posted to candidate s career portal where they can review offer documents, submit updates as requested and accept or reject offer directly online. Applicant Hire Process. You can complete the recruiting cycle by executing a streamlined hiring process that can be used for all worker types. Leveraging the person model, you can prepare an applicant for hire, internal transfer or a contract assignment. Higher Quality of Hire Talent Acquisition Manager is designed with a transaction orientation that presents pages that allow users to find information, context, and perform analysis before taking action. They ll also have access to tools that support activities that frequently occur outside the traditional recruiting process, such as maintaining lists of potential candidates for future contact. These features give recruiters and managers ready access to the information necessary to identify the best talent available and make prompt hiring decisions. 360 Degree Views. These pages bring together relevant applicant or job opening data and present the information in one view, putting users just one click away from most of the transactions they need. They can easily see other activities or actions, which helps them to decide to act on an applicant or change a job opening, supporting better decision making for managers and recruiters. 3

4 Manage applicant page provides complete view of applicant information. Applicant lists. Many recruiters like to maintain informal applicant lists. Users can create an applicant list from search results or other criteria and modify the contents over time. From an applicant list, recruiters can add contact notes, route applicants to others for review and send correspondence to applicants all without associating them to a specific job opening. Contact Management. Recruiters and managers have the ability to track notes and correspondence with applicants by associating them with the candidate record. Integration The ability to integrate with specialized vendors is a key need for Recruiting Solutions. Using the Open Integration Framework, you can integrate with any thirdparty provider you choose. Resume Management. You can choose from numerous extraction tools and third-party vendors. The resume management process also allows applicants to validate their information after it is entered into the system. Background Checks. Customers may use their preferred background check provider, integrating selected vendors into the business process flow through the open integration framework. Tax Credit Verification. You can choose your preferred vendor to complete appropriate tax credit verification and reporting. Job Posting Management. Leverage integration to facilitate posting to individual job boards or job board aggregators to streamline posting process and monitor results. Pre-employment Assessments. Assess your applicants and or employees through integrations with your preferred validated assessment vendor. 4

5 Staffing Suppliers. Staffing suppliers can enter resumes into the database for customers using XML. Why Oracle? Oracle s PeopleSoft Enterprise talent management solutions can help you maximize the value of your workforce while slashing back-office costs, providing good service to employees, and complying with HR regulations. These solutions enable you to: Attract, retain, and motivate top talent with flexible, workflow-driven talent management Gain visibility into your workforce with talent management analytics Drive a strategic end-to-end talent management strategy with a single, integrated system for all talent related activities Contact Us For more information about PeopleSoft Enterprise Talent Acquisition Manager, please visit oracle.com or call ORACLE1 to speak to an Oracle representative. Copyright 2009, Oracle and/or its affiliates. All rights reserved. This document is provided for information purposes only and the contents hereof are subject to change without notice. This document is not warranted to be error-free, nor subject to any other warranties or conditions, whether expressed orally or implied in law, including implied warranties and conditions of merchantability or fitness for a particular purpose. We specifically disclaim any liability with respect to this document and no contractual obligations are formed either directly or indirectly by this document. This document may not be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without our prior written permission. Oracle is a registered trademark of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective owners

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